The Art of Onboarding an Integrator

Onboarding is a critical part of the hiring process that nurtures your new hire into a happy, contributing member of your team. It’s your opportunity to adequately train, prepare and set expectations to ensure a smooth transition and your new hire’s ultimate success.

While onboarding is important with each and every person you hire for an open seat, onboarding a key position such as an Integrator™ is especially significant. And the onboarding process may even be a little different. Here’s why:

The Integrator™ is a key role

The Integrator™ is second to the Visionary and has the Unique Ability to run the organization, manage the day-to-day responsibilities and resolve issues that come up. The Integrator™ is the glue that holds the company together, and his/her relationship with the Visionary must be tight.

The Integrator™ inspires unity

The Integrator™ oversees the business’s major functions, which are often led by strong, passionate professionals. Naturally, a healthy dose of tension sometimes occurs, and the Integrator is responsible for smoothing things out, or “breaking the tie.”

The Integrator™ must see the big picture

The Integrator™ must understand the organization’s V/TO (Vision Traction Organizer): its one, three and ten year plans; its Core Focus, marketing strategy, Rocks and Issues list; as well as the company’s culture and core values. 

The Integrator™ has an enormous role and responsibility with a company. Understanding the depth and knowing how to intuitively react takes time, so the onboarding process is longer and more comprehensive.

Here’s what a company should do to ensure a successful Integrator onboarding:

Have a team meeting

Before you start the hiring process, have a meeting with your current team. Explain why you will be adding this important position and what it will mean to the growth of your company.

Establish new communication patterns

Once the Integrator™ is in place and onboarded, he or she will be able to answer questions, handle issues and make decisions without the assistance of the Visionary, and will serve as the primary contact to the leadership team. This will require new communication patterns as the Visionary is slowly removed from the day-to-day decisions. 

Schedule shadowing time

The Integrator™ should shadow each member of the leadership team including the Visionary. The time spent shadowing is individualized based on company needs.  The biggest hurdle leaders face in new roles are the cultural and political challenges. Shadowing gives them the opportunity to watch, listen and absorb what a typical day looks like and how issues are handled. 

Hold Same Page meetings

Same Page meetings are regularly scheduled meetings whose purpose is to communicate thoughts, discuss concerns and solve all issues before bringing them into the business. The Integrator™ and Visionary should work cohesively together, and the Same Page meeting helps them do that. We recommend the Integrator and Visionary hold a Same Page meeting every week for the first 90 days.

Careful onboarding helps your Integrator™ (and any new hire in your position) avoid learning curve challenges and build momentum early on—giving them the best chance for a successful and happy employment for years to come.

Do you need help recruiting, hiring or onboarding your Integrator™? Since 2011, VisionSpark has been helping companies get “the right people in the right seats” and is passionate about helping you Hire with Confidence™! Contact us today to learn more!